Developing a Hiring Strategy_Lou Adler

8/14/2019 Developing a Hiring Strategy_Lou Adler

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2009. All Rights Reserved. The Adler Group, Inc.

Developing a Hiring

Strategy for theUpcoming Recovery

Based on Lou Adlers

Hire With Your Head

(John Wiley & Sons, 2007)(

www.adlerconcepts.com


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DOWNLOAD handout at www.recruiterswall.com


Disjointed IntegratedCandidates

Top Talent


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Getting Ready for the Recovery

Are you candidate or talent-driven?

Are you using a disjointed or integrated hiringprocess?

The importance of an Early-bird SourcingStrategy

Employee Churn is an uptick in voluntaryturnover imminent?


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Average Candidates or Top Talent?

Top Performer Selection Criteria Challenge Impact Growth/learning opportunity The work itself

Manager/team Culture/mission Compensation/benefits

Security

Pace of decision making:instant or methodic?

Do your ads andadvertising map tothis?

What needs are youappealing to?

Does your career sitedescribe this?

Does your culturereflect this?

Does your processreinforce this?


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The Hiring Process

Taking the Assignment

Understanding job needs

Job branding & EVP & the pitch

Sourcing

Employer branding

Active Candidates Ads, boards

Web 2.0, SEO, Technology

Passive name gen & cold calling

Networking ERP Referrals

Talent hubs Pipelines CRM

Screen Interview Assess

Phone screen Questionnaires

1:1, panel interviewsCompare Select

Recruiting and Closing

Engage Create interest

Negotiate Compete Recruit

Pre-boarding Onboarding

Separate or Integrated?

Disjointed OR Integrated?1. Do you start sourcing before the

req is approved?

2. Do all of these processes flow

together smoothly?

3. Are hiring managers totallyengaged?

4. Is it different for class of job and

job-hunting status ofcandidate?

5. Does it address the needs of thebest people who are justlooking?


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The Hiring Process

Performance-based Hiringsm

An Expert System for Hiring Top Talent




Sourcing

Employer branding













Disjointed Integrated

Candidates Hit or miss andunproductive

Better - productive

Top Talent Much better talent,but not productive

Best talent &productive

DisjointedOne Size Fits All

Integrated& Customized

Candidates

Top Talent


7/232009. All Rights Reserved. The Adler Group, Inc.

The Hiring Process




Sourcing

Employer branding













Separate or Integrated?An End-to-End System for Hiring Top Talent

Recruiter/ManagerPartnership



The Early-bird Sourcing Strategy

Explorers Tiptoers Googlers Networkers Hunters

Early-birds Leftovers

ProspectTalent Pool

100 50 25 12 6




Explorers Tiptoers Googlers Networkers Hunters

Early-birds Leftovers

Prospect

Talent PoolKey Points:How long have you been looking?Be called first Be found first Day -1Allow for just talking Dont force apply



SuperPassive

Explorers TiptoersGooglers

GooglersNetworkers

NetworkersHunters

Is Employment Churn Ready to Accelerate?

What happens when

demand exceedssupply and time

available decreases

dramatically?




Explorers

Passive

Broadlook

LinkedIn

ZoomInfo

Tiptoers

Networks

Proactive

ERP

Googlers

SEO Hub &

Spoke

Networkers

Leveraged

ERP

Hunters

Job Boards

ProprietaryTalent Pool

Robust CRM

Time is the New Competitive Advantage!




Key Points:

How long have you been looking?

Be called first Be found first Day -1

Allow for just talking Dont force apply

From Needle in aHaystack to

Hub & Spoke
http://images.google.com/imgres?imgurl=http://shisymbolinternational.files.wordpress.com/2009/03/needle_in_the_haystack.jpg&imgrefurl=http://shisymbolinternational.wordpress.com/2009/03/21/online-dating-like-looking-for-that-needle-in-a-haystack/&usg=__8Lm9C7B1N6qwSKxucmL1lrCM2H0=&h=600&w=587&sz=89&hl=en&start=2&sig2=Z8N73s9mID6xLInLh2_evw&um=1&tbnid=ojD86y5yRIY1LM:&tbnh=135&tbnw=132&prev=/images%3Fq%3Dneedle%2Bin%2Ba%2Bhaystack%26hl%3Den%26safe%3Doff%26rlz%3D1T4DKUS_enUS301US301%26sa%3DN%26um%3D1%26newwindow%3D1&ei=NzYQSse0E4LwMvDMmIEJ



Time & Multi-factor Focus1. Work/projects

2. Stretch3. Growth/opportunity4. Compensation5. Manager/Team6. Culture

7. Work/Life8. Security9. Benefits10.Long-term Comp


Key Points:

How long have you been looking?

Be called first Be found first Day -1

Allow for just talking Dont force apply



The Fully-employed Arent Looking



How Satisfied are the Employed?



Is an Inflection Point Near?

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Extremely Satisfied Satisfied Neither/Nor Unsatisfied ExtremelyUnsatisfied

PercentofFully-Employed

Change in Job Satisfaction Over Time

July 15-Aug 14

Aug 15-30

Aug 30-Sep11



Changes in Attitude

78%

57%

68%

51%

18% 19%20%

34%

28%

38%

63%

58%

0%

5%

0%

7%

15%

22%

Early August 2009 Late August 2009 Early Sept 2009 Early August 2009 Late August 2009 Early Sept 2009

Extremely Satisfied Satisfied

The Most Satisfied Are Getting Ready to LookAbsolutely Not Looking Would Consider Something if Called Slightly Looking



Eliminate Job Descriptions!

Job DescriptionSkills

ExperienceAcademics

IndustryResponsibilitiesCompetencies

PerformanceProfi le

Reduce costsGrow sales

Build the team

Plan w / MarketingImprove processDesign circuit




PerformanceProfi le


Build the team

Plan w / MarketingImprove processDesign circuit
http://images.google.com/imgres?imgurl=http://thesaleswars.files.wordpress.com/2007/12/purple-squirrel-2.jpg&imgrefurl=http://thesaleswars.wordpress.com/2007/08/&usg=__GJzPFeF2O5_nAMM2R1hKv8n4Mnk=&h=144&w=150&sz=8&hl=en&start=15&sig2=xsdZnqdyRxY5hMnZnflNlw&um=1&tbnid=fzyK1tz9A1MrRM:&tbnh=92&tbnw=96&prev=/images%3Fq%3Dpurple%2Bsquirrels%26hl%3Den%26safe%3Doff%26rlz%3D1T4DKUS_enUS301US301%26sa%3DN%26um%3D1%26newwindow%3D1&ei=kx2tSs37CZGQNtmIxfIN




PerformanceProfi le


Build the teamPlan w / MarketingImprove process

Design circuit
http://images.google.com/imgres?imgurl=http://thesaleswars.files.wordpress.com/2007/12/purple-squirrel-2.jpg&imgrefurl=http://thesaleswars.wordpress.com/2007/08/&usg=__GJzPFeF2O5_nAMM2R1hKv8n4Mnk=&h=144&w=150&sz=8&hl=en&start=15&sig2=xsdZnqdyRxY5hMnZnflNlw&um=1&tbnid=fzyK1tz9A1MrRM:&tbnh=92&tbnw=96&prev=/images%3Fq%3Dpurple%2Bsquirrels%26hl%3Den%26safe%3Doff%26rlz%3D1T4DKUS_enUS301US301%26sa%3DN%26um%3D1%26newwindow%3D1&ei=kx2tSs37CZGQNtmIxfINhttp://images.google.com/imgres?imgurl=http://thesaleswars.files.wordpress.com/2007/12/purple-squirrel-2.jpg&imgrefurl=http://thesaleswars.wordpress.com/2007/08/&usg=__GJzPFeF2O5_nAMM2R1hKv8n4Mnk=&h=144&w=150&sz=8&hl=en&start=15&sig2=xsdZnqdyRxY5hMnZnflNlw&um=1&tbnid=fzyK1tz9A1MrRM:&tbnh=92&tbnw=96&prev=/images%3Fq%3Dpurple%2Bsquirrels%26hl%3Den%26safe%3Doff%26rlz%3D1T4DKUS_enUS301US301%26sa%3DN%26um%3D1%26newwindow%3D1&ei=kx2tSs37CZGQNtmIxfIN



Creative & Compelling Ads

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Prerequisites to Talent-driven

1. Eliminate purple squirrels2. Describe wiiftc

3. Integrated & customized

4. Implement early-birdsourcing BE 1st!

5. Allow for just looking

6. Multi-factor recruiting7. Track job satisfaction, and

8. Get ready for a surge involuntary turnover

Are You a Java SmartFox?

Our online gamingbusiness is exploding,and our servers need tobe overhauled to handlethe crunch of fantasy

footballers. We need acloud solutionarchitected in ..


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Next Steps

Join blog and download thehandout at:

www.recruiterswall.com

National Satisfaction Survey

LinkedIn: [email protected]

Newsletter/events:

www.adlerconcepts.com

Audit Oct 2, Module 1 ofRecruiter Boot Camp Online:

[email protected]

Developing a Hiring Strategy_Lou Adler

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